Senior Manager, Human Resources

Talent Management & Organizational Development

• Lead enterprise-wide talent management processes, including succession planning, career development, and people reviews.
• Design and facilitate annual people review and workforce planning processes.
• Partner with department leaders to align HR strategies, workforce planning, and organizational initiatives with business objectives.
• Develop career pathways and competency models across technical, operational, manufacturing, engineering, and field service functions.
• Monitor employee engagement metrics and develop action plans to improve retention and organizational effectiveness.
• Support change management initiatives associated with growth, acquisitions, organizational restructuring, and business transformation.

Compensation & Total Rewards

• Manage salary structures, pay ranges, market benchmarking, and job architecture.
• Conduct compensation analyses and make recommendations regarding market competitiveness and internal equity.
• Support due diligence and compensation integration activities related to acquisitions or IPO readiness initiatives.

Strategic & Operational HR Projects

• Lead enterprise HR projects from conception through implementation.
• Manage cross-functional initiatives involving HR, Operations, Engineering, Finance, Legal, and executive leadership.
• Lead initiatives involving: HR technology implementations, Workforce planning, Organizational design, Succession planning, Mergers and acquisitions integration, IPO readiness activities.

Workforce Analytics & Strategic Planning

• Develop and maintain HR dashboards and executive reporting.
• Analyze workforce trends related to: Retention, Turnover, Compensation competitiveness, Succession readiness.
• Influence leadership decisions through data, business acumen, and HR expertise.
• Coach leaders on organizational effectiveness, performance management, talent decisions, and workforce planning.

Leadership & Teamwork

• Foster strong partnerships across decentralized business units while maintaining enterprise consistency.
• Build and develop HR team capabilities, establish operational priorities, and drive a culture of accountability, service, and continuous improvement within the HR function.